Speaking Up Against Discrimination – Wear It Purple Day

Celebrating Wear It Purple Day – an annual day on which we demonstrate our support for young LGBTQIA+ and gender diverse Victorians – our people came together to advocate for the right for all young people to live and work free from bullying and discrimination.

At our panel and morning tea event in August, James from Energy Safe’s strategic communications team spoke with Tim and Jess from our education team, as well as Joseph from strategic communications. They shared valuable insights and observations based on their personal experiences and explored how Victorians can show support for diverse young people, especially those entering the energy sector. Together, we discussed the importance of speaking up when witnessing any form of discrimination.

The panel transcript is below. The conversation has been edited for clarity.

Trigger warning: this transcript includes content about sexual assault.

[James] What happens when a young student, apprentice, or a new recruit is made to feel like they don't belong? What does discrimination actually look like in action?

[Tim] A couple of years ago, when I was frequently working with apprentices, I noticed that when young women joined an apprenticeship, the male apprentices would often alter their typical behaviour around them.

Those who didn’t adjust their behaviour and failed to demonstrate respect would make inappropriate comments, including jokes about assault. When pulled up for it, they argued that they shouldn’t have to change their behaviour or be more mindful just because of one person in the classroom or apprenticeship.

At one particular trade school, there was a contractor’s course where a participant entered the class dressed in cross-dress. This person, who was of my height and build (and had beautiful hair I was a bit envious of), wore a dress and high heels. The reaction from their classmates resembled that of a zoo — apprentices were running out of classrooms and peering through the windows.

When the CEO discussed the students' behaviour with the training staff, it became nearly impossible for the staff to manage the situation. Students were running out of the classroom to peer at this person; they had group chats happening. I can really only imagine how difficult it must have been for the person who was the target, who was simply trying to learn in that environment.

[James] When conversations happen amongst students or industry workers about what's acceptable in the classroom or in the workplace, are we actually seeing change take place?

[Tim] Previously, we’ve had an initiative in which we intended to raise awareness, and we had people coming in to deliver training to staff and student apprentices about the way we talk to each other, the behaviour we display, and how this impacts everybody around us.
The students were reminded that everybody walks away with a license, but it’s the type of person you are which will open all sorts of different opportunities in the field.

In the short term, this educational piece was really good. But we went on to have a couple of incidents – one in which a young female apprentice was sexually assaulted by an electrician.

This particular electrical company was a new customer of the training organisation. So, when the company was called upon to set the standard and have a difficult conversation with their new customer they wouldn’t do it. And this was let-down for everybody. We felt like the right thing hadn’t been done – we should all be supporting her, as a group of training professionals.

Following some of those other incidents, if it wasn’t addressed, it would feel like that’s it, it’s over. No support offered to those affected. Nothing.

There needs to be a message sent – a line drawn in the sand to set the standard.

[James] What often happens when somebody who becomes aware of discrimination speaks up in the workplace?

[Tim] So I know of a couple of incidents. There was one young female apprentice who was assaulted by her trainer – he had never involved students in his first aid demonstrations before, but on this instance, he thought it would be a good idea to demonstrate CPR using this young student. He did things that were not considered appropriate as part of this demonstration. The student’s classmates were horrified.

They weren't happy with this. I wasn't happy with it, and the student certainly wasn’t either – but she didn't want to speak up about it because feared she would be ostracised if she upset anyone.

There’s a bit of a culture in which people want to come in and do their job, be accepted and do well – but they’re afraid to ‘rock the boat’, or be the person who is considered to be ‘causing problems’.

Young students sometimes don’t want to be seen to stick up for themselves or others, because they fear it’s going to damage their reputation.

[James] How do we demonstrate our stance against discrimination amongst our peers, or as leaders in the energy industry?

[Jess] Allyship is really important. Here at Energy Safe, we’ve got an opportunity to speak out and demonstrate what we’re doing to support diverse people and groups in the Victorian community. We might be considered a bit austere as an organisation – a strict regulator – but we’re also inclusive.

In my 14 years in the education sector, one of the things I’ve noticed as a difference between the younger and more established generations is confidence and anxiety. Confidence is lowering, and anxiety is getting really high. There’s a discomfort around speaking openly about lived experiences – and I can only imagine this would be exacerbated for young LGBTQIA+ or gender-diverse Victorians.

Doing ‘little’ things like participating in Wear It Purple Day, wearing a rainbow lanyard, even changing your Microsoft Teams background to a themed image are these are things we can all do to show support and demonstrate allyship.

For me, a big, burly bloke, these are important ways to signal that it's safe for young people – however they identify – to be themselves around me. And it also signals to young blokes (invariably, 98% percent of our industry identifies as male) that they can be welcoming and inclusive of diverse people, while still being that typical tradie bloke.

When I joined Energy Safe about five years ago, I walked in the door and thought, ‘geez, there are a lot of middle-aged, white-haired dudes here’. I’d come from a university environment that was a real bastion of what’s considered ‘wokeness’ today. So, I wondered where those same initiatives to celebrate diversity were at Energy Safe. But, since then, we’ve increased our showing of how we celebrate different people and all Victorians.

In the office and online, we show that all people are welcome here. And some people who aren’t necessarily into what we’re demonstrating might not notice impact of the displays we make, but for those our colleagues and young people in the industry looking to us, I guarantee they’re paying attention.

[James] When we become aware of discrimination taking place in the workplace, the classroom, or wherever we are, but we say nothing… silence can be interpreted as compliance. What is the benefit of saying something if we observe discrimination taking place?

[Joseph] In my experience, and I've worked as and with social workers, what they're essentially advocating for is a ‘holding environment’. And I think that's the crux on which all healthy communities are built.

An environment in which you are able to be yourself without guilt, without feeling like you're putting it on for others, and there is no expectation of you to be an alternative version of you, is the most important and valuable space you can be a part of.

So, anyone advocating for you in that space – even just a small smile – can represent a significant investment in creating an environment that is healthy for everyone.